When people hear “Talent Acquisition,” they often think of interviews, resumes, and job offers. But for those of us leading recruitment teams, it’s far more than that. As a Senior Manager of Talent Acquisition at Collabera, supporting banking and financial clients from our offshore center in Vadodara, every day is a mix of strategy, people management, problem-solving, and constant learning.

Morning: Setting the Tone for the Day

My day usually begins with a quick pulse check—reviewing daily metrics, client updates, and team priorities. Recruitment in the banking and financial sector is fast-paced, with ever-evolving skill demands. Setting clear goals in the morning helps align the team with client expectations. One of the lessons I’ve learned early is that clarity drives performance. Whether it’s forecasting hiring needs or communicating shifting priorities, starting the day with transparency creates trust and reduces confusion.

Midday: People, Processes, and Partnerships

By midday, my calendar is filled with team check-ins, client calls, and strategy discussions. Balancing these conversations is critical. With the team, I focus on coaching and problem-solving—helping recruiters refine sourcing strategies, manage candidate relationships, and handle challenges. With clients, the emphasis shifts to being a trusted advisor—providing insights on talent availability, competitive salary benchmarks, and hiring timelines. This dual responsibility has taught me the importance of adaptability. Clients expect speed and accuracy, while my team needs guidance and motivation. Switching hats between being a leader, a mentor, and a consultant is a skill that comes with practice.

Afternoon: Driving Execution

The second half of the day is about execution. This is when the team is deep in sourcing, screening, and closing roles. I spend time reviewing critical positions, ensuring alignment with client requirements, and sometimes stepping in to negotiate or manage senior-level hiring conversations. One of my biggest insights here is that data tells a story, but people close the hire. Metrics such as time-to-fill, pipeline health, and offer-to-join ratio are vital, but understanding the human side—why a candidate is motivated to switch, or what a hiring manager truly values in a team member—makes all the difference.

Evening: Reflection and Continuous Learning

Before wrapping up, I take a few minutes to reflect. What worked well today? What roadblocks remain? Recruitment can be unpredictable, but reflection ensures we don’t just chase numbers but also focus on improving processes and relationships. I’ve realized that talent acquisition is not just about filling roles; it’s about building careers, shaping teams, and enabling business success. Every successful hire contributes to someone’s personal journey and a client’s growth story.

Lessons Learned and Insights Gained

Over the years, a few lessons have stood out:

• Communication is everything – Clear, consistent updates to both clients and teams prevent escalations.

• Adaptability wins – The hiring landscape changes quickly; being open to new tools, sourcing channels, and strategies keeps us relevant.

• People come first – Whether it’s the candidate, client, or recruiter—valuing relationships ensures long-term success. In the end, a day in talent acquisition may seem routine, but for me, each day is an opportunity to learn, adapt, and create impact.

About the Author

Gourav Chakraborty, Senior Manager – Talent Acquisition at Collabera, is a people-first recruitment leader with 10 years of experience driving high-impact hiring strategies. He specializes in building strong teams, mentoring recruiters, and delivering top talent to meet evolving business needs.